The psychological representation of corporate ‘personality’

As with any other object, people represent companies along a number of dimensions. But what are the key psychological dimensions that best describe companies, organizations, or brands? We apply research methods initially developed for studying attitudes, including attitudes to other people, to look at how the public represents corporate ‘personality’. The major dimensions that psychologically differentiate companies resemble human factors of personality and can be labelled Honesty, Prestige, Innovation, and Power. These dimensions are confirmed after a time gap of 1 year, also capturing specific changes in the rating of individual companies. The proposed methodology not only has substantial commercial value in helping companies understand and track their public perception, but scales of this type can potentially guide and manage the decision‐making of individuals or groups inside and outside rated organizations, thus influencing their organizational culture. Copyright © 2010 John Wiley & Sons, Ltd.     

Neither ‘Good’ in Terms of ‘Better’ nor ‘Better’ in Terms of ‘Good’

In this paper, I argue against defining either of ‘good’ and ‘better’ in terms of the other. According to definitions of ‘good’ in terms of ‘better’, something is good if and only if it is better than some indifference point. Against this approach, I argue that the indifference point cannot be defined in terms of ‘better’ without ruling out some reasonable axiologies. Against defining ‘better’ in terms of ‘good’, I argue that this approach either cannot allow for the incorruptibility of intrinsic goodness or it breaks down in cases where both of the relata of ‘better’ are bad.     

A quantitative evaluation of sex differences in implicit personality theories

An investigation is conducted into whether male and female perceivers hold substantially different implicit theories of personality. 24 male and 24 female subjects were asked to sort a set of 36 trait names into groups of similar traits. On the basis of these data, proximities between trait names and proximities between groupings (or partitions) were computed and subjected to a differential statistical analysis. Neither a global test for sex-specific groupings of trait names nor tests at the level of perceived pairwise trait relationships yielded significant differences. It is concluded that aggregation of sorting data over both male and female perceivers is warranted without too big a loss of information. On the methodological side, this paper demonstrates the feasibility of a quantitative approach to handling the problem of data aggregation in the context of studies using the sorting method as a data-gathering technique.     

The relation between implicit theories of personality and forgiveness

This research examined the effect of implicit theories of personality on interpersonal forgiveness and the mediating mechanism underlying this effect. Two experiments show that incremental personality theorists are less forgiving than entity personality theorists and that this difference can be explained by the incremental theorists’ stronger tendency to appraise the transgressor as responsible for causing the hurtful event. The same findings were obtained regardless of whether forgiveness was measured by self‐report or assessed as responses to anger words in a latency response task.     

A Lesson in ‘Psycholese,’ or How to ‘Get a Feel For’ Where Your ‘Helper’ Is ‘Coming From’

Oftentimes/frequently the consumers/clients/patients of community/private mental health agencies/facilities experience/encounter difficulty communicating with the mental health professionals/paraprofessionals. Presented is a glossary that should aid novice clients to better communicate with their helpers/therapists/counselors/ caregivers. On the other hand (at the same time), it might just confuse the clients further. This is clearly a risk with counseling.     

Understanding seat-belt use: A test of Bentler and Speckart's extension of the ‘theory of reasoned action’

It is shown that Fishbein's ‘theory of reasoned action’ can be used to explain people's intentions to wear seat belts. As Bentler and Speckart (1979) have proposed, a self-report measure of past behaviour is shown to significantly improve the model's power; this extended Fishbein model being capable of accounting for the majority of the effects that extraneous variables, which are known to influence seat-belt use, have upon a person's behavioural intentions. In addition, it is shown that the model's motivation to comply term is, as Ajzen and Fishbein (1980) have proposed, a unipolar rather than a bi-polar construct, but that even when this construct is scored as unipolar, it does not significantly add to the model's predictive power.     

Still Not ‘Good’ in Terms of ‘Better’

Erik Carlson puts forward a new way of defining monadic value predicates, such as ‘good’, in terms of dyadic value relations, such as ‘better’. Earlier definitions of this kind have the unwanted feature that they rule out some reasonable axiologies by conceptual fiat. Carlson claims that his definitions do not have this drawback. In this paper, I argue that they do.     

A puzzling misinterpretation of the Asch ‘conformity’ study

In this article, we examine the interpretations by social psychologists of Asch's widely cited study of independence and conformity. Though it has become known as the ‘Asch Conformity Study’, Asch equally, if not more, intended and interpreted it as demonstrating the powers of independence. The evidence for this analysis consists of 99 accounts in social psychology textbooks published between 1953, following the appearance of his study, and 1984. We asked whether these accounts were accurate, or whether, as we suspected, they minimized the role of independence and exaggerated that of conformity. We found that authors have often distorted Asch's findings, and that this trend has increased substantially with time: they have increasingly accentuated the role of conformity and underestimated that of independence. We suggest several reasons for this distortion. For one, there has been insufficient care in reading the findings and drawing conclusions. Second, authors have generally limited themselves to reports of quantitative results. Although these were strong and beyond question, authors have usually neglected the intimately connected qualitative findings, which would have discouraged the misinterpretations. Third, the study of Asch was an integral part of his perspective on social psychology, which authors again ignored, thus encouraging a limited and out-of-context view of his study. We conclude with a thematic presentation of Asch's general theoretical framework, showing how it bears on independence and conformity.     

The ‘romance of teams’: Toward an understanding of its psychological underpinnings and implications

Although advocates of teamwork suggest that teams enhance performance, empirical evidence does not consistently, or robustly, support these claims. Still, a belief in the effectiveness of teams—among managers, employees, and the general lay population—seems very strong. What accounts for this ‘romance of teams’? In this paper, we offer a psychological answer to this question. We review evidence regarding the actual effectiveness of teams, in order to show that teams are not as effective as many believe them to be, and we argue that the romance of teams stems from the psychological benefits of group‐based activity. Specifically, we propose that team members experience both social‐emotional, and competence‐related, benefits, and we review an eclectic mix of research in support of this claim. We argue that these psychological benefits of teams lead people to assume that teams are ‘high performance’, thus, causing the romance of teams. Finally, we discuss potential implications of the romance for organizations, researchers, and employees.     

The relationship between ‘workaholism’, basic needs satisfaction at work and personality

The aim of this study was to examine correlates of ‘workaholism’ components (Work Involvement, Drive, Enjoyment of Work). A cross‐occupational sample of 661 Norwegian employees in six different organizations completed a web‐based survey measuring ‘workaholism’, basic needs satisfaction at work and personality. Needs satisfaction at work was positively related to Enjoyment of Work, and negatively to Drive. Conscientiousness was positively related to all ‘workaholism’ components; Extraversion and Openness to Work Involvement and Enjoyment of Work; and Neuroticism to Drive. Negative relations were found between Neuroticism and Enjoyment of Work, and Agreeableness and Drive. Although the associations were rather weak, the findings give reason to differentiate between enthusiastic and non‐enthusiastic ‘workaholic’ characteristics, which were consistent with predictions taken from central theories on ‘workaholism’. Copyright © 2009 John Wiley & Sons, Ltd.